6 recruiting & onboarding trends for long-lasting employee retention
Post on 21-Jan-2018
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GREENHOUSE.IO + QUANTUM WORKPLACE
6 Recruiting & Onboarding Trends for Long-Lasting
Employee Retention
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Hi, I’m Caitlin!
Caitlin Doherty
Events Specialist
Greenhouse
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Jacqui MaguireSenior Manager, Talent Acquisition
Greenhouse
Spencer GorackeWorkplace Insights Analyst
Quantum Workplace
Today’s Speakers
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• Average cost to hire an employee is $4,129
• 33% of new hires will look for a different job within their first six
months at your organization
• 1 in 4 employees will leave before they hit the one-year mark
Ineffective Recruiting & Onboarding Is Expensive
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3 Recruiting Trends
The biggest recruitment challenge is talent shortage.
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• Leveraging Creative & Varied Sourcing Strategies
• Address Time To Fill
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Recruiting Trend #1
Optimize Your Recruitment Process
Leveraging Creative & Varied Sourcing
Strategies
1. Word of Mouth/Internal Networks
2. Online Job Boards
3. Career Section on Company Website
4. Social Media
5. Talent Acquisition Consultant/Hiring Partner
6. Outsourced Recruiter
7. Reviews & Rating Sites
8. Executive Search Services
9. Career Fairs
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• Expand upon referrals
• Concept of ‘Talent Brand Ambassador’
• Real Life Example: Greenhouse’s VP of Sales
Word of Mouth/Internal Networks
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Reviews & Rating Sites: Glassdoor Deep-Dive
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• Don’t underestimate the power of Social Media
• Get Creative!
• Check out different groups, networks, & public forums to find like-minded individuals
Social Media
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Time To Fill
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• According to SHRM, the average time to fill a position is 42 days
• The long timeline is the result of slower interview processes
When hiring, differentiate from the competition.
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1. Invest in Your Career Page2. Brevity 3. Attract4. Transparency in Tone5. Advertise6. Be Open-Minded7. Test, Analyze, Adjust8. Clarity is King9. Keep it Digestible10.Set Proper Expectations11.Deliver a Great Candidate
Experience
Attract Top
Talent
Recruiting Trend #2
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Brevity and Transparency In Tone
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• Convey your company’s personality
• Keep your job descriptions & prospecting message short & focused
• Leverage Internal & External Resources
Deliver A Great Candidate Experience
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• Good experience correlates to offer acceptance
• Keep Speed, Communication, & Feedback top priorities
1. Culture Add2. Knowledge & Skills3. Ability to Work with Others4. Integrity5. Previous Experience6. Enthusiasm7. Friendliness8. Independence9. Creativity10.Social Media Presence
The Most Important
Items for Recruiting
& Hiring
Recruiting Trend #3
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Culture Add
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• Define your culture as an organization
• Candidates should align w/ your company’s values & add additional elements to the team
Knowledge & Skills
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• Straight-forward, but easier said than accomplished
• Use structured interviewing to focus on skills over bias
Enthusiasm/Optimism
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• Hiring for Optimism vs. Hiring for Intelligence
• Correlates w/ success in role, especially relevant for Recruiting Team
3 Onboarding Trends
3 Onboarding Trends
Communication is the
Biggest Barrier
to Effective Onboarding.
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#HIRINGHACKSGREENHOUSE | QUANTUM WORKPLACE
40%
of employees surveyed said
manager or executive leadership
communication was the biggest
barrier to effective onboarding.
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Executives
Communicate through action
Set clear expectations
Keep communication lines open
Listen first
Ask for help
Be transparent with goals
Managers
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Wait, what about HR?
Timing is Everything.
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Who’s a New Hire?
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• Manage their first impressions
• Set expectations for what is to come
• Establish foundation for building relationships
• Introduce culture, mission, vision, values
• Provide materials and equipment they need for success
• Address all questions around pay, benefits, perks, and policies
1-7 Days In: Orientation
2-4 Weeks In: Clarification
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• Promote role clarity and build confidence
• Allocate training and resources to meet new-hire where they currently are
• Establish feedback loops
• Receive timely, relevant feedback on their job contributions
• Open up dialog for extraneous concerns beyond job role and responsibilities
2-3 Months In: Adjustment
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• Expand scope of feedback
• Continue building relationships
• Clarify performance expectations
• Assess job, role, and team fit
• Build autonomy as it relates to solving internal barriers
4-6 Months In: Calibration
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• Settle into the team setting
• Create clarity around other team members’ goals and accountabilities
• Build dependency between team members
• Assess fit of individual strengths with assigned responsibilities
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• You may have checked the boxes, but few new-hires reach peak performance after only 6 months
• Efficiencies and Proficiencies
• Get feedback!!!
6+ Months: Continuous improvement
Crisis of Ownership.
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Who’s Responsible?
Scaling Accountability
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Executives
Managers
HR
New-Hire
Get startedBy being accountable to your
new-hires.
Scaling Accountability
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Executives
Managers
HR
New-Hire
Continuously ImproveBy creating a system that
holds all levels equally
accountable.
Questions
Thank you.
Appendix
Culture is Key.
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• 3 Applicable, Recruiting Trends
• 3 Applicable, Onboarding Trends
You’ll Learn
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